> Stripes
Oiy. Painting all of your employees in a branded moniker isn't a great way to start off. It immediately creates a "us" vs. "them" attitude - "Oh, she wasn't a real Stripe."
> Many successful Stripes ensure that they have dinner with their families or friends almost every evening.
"Many". "Successful". "Almost". Lots of weasel words that indicate that Stripe is unwilling to make a commitment to build a company where people don't need to stay late, because they want to keep their employee count low. I've worked in the financial industry for three separate jobs now; I know it's possible.
Also, the only reference to holiday is that it is highly likely to be interrupted. When the entirety of your conversation about maintaining a balance between work and the remaining portion of poeple's lives consists of how it will be interrupted (and that it's perfectly acceptable), you're not describing a healthy environment, IMO.
If you really want to attract high skill, experienced talent, talk about how you're trying to fix this problem.
> not just because we don’t have cubicles
So, open office plans? Not very employee friendly. I'd personally rather have a cubicle.
> We’re moving quickly, changing regularly
Last time I heard this, the company had moved from Angular to React to Dart, each time before the previous re-write was completed. It's left a nightmare for the remaining front end folks to maintain and clean up. They also did yearly re-orgs that changed folk's titles and job responsibilities.
And lets be honest, stability is important to employee morale and happiness. If it wasn't, a lot less ink would have been spilled on topics like "Who Moved My Cheese?" The lack of stability is not really a good thing.
> We care about being right and it often takes reasoning from first principles to get there.
First principles from computer science or real life programming? The two are not very compatible, and it sounds a lot like a recipe for constantly re-learning lessons.
> Expect to receive feedback, and sometimes unsolicited work, from talented coworkers with less state about your projects than you have
AKA time lost bringing new folks up to speed, just to have them leave again shortly.
> we want to feel serious responsibility for the full long-term consequences of what we do.
<rant>Do you feel serious responsibility for the innocent parties caught up in your fraud protection schemes; for freezing your client's money and making investment profit on it?
I know how hard fraud is to combat; but there are too many people caught in the crossfire to not acknowledge it.</rant>
Long story short, the culture described here sounds like a soft sell into an environment that would be pretty hard to work in, especially if you have a life outside of work.